2022 Recruiting: 6 Tips to Improve the Candidate Experience

In 2022, it’s critical to improve the candidate experience in your hiring process to stand out from competitors and land top talent. Employers should be seeking to improve the candidate experience for three reasons. Firstly, 2022’s labor market is tight, and it’s difficult to win candidates. Many employers offering a positive candidate experience still have challenges getting candidates to accept a job offer. Those with a poor candidate experience are understaffed and lack the workforce to meet their business goals. The second reason job candidate experience is imperative right now is because of the prevalence of career site and job search tools online. Job seekers have the ability to share a negative candidate experience online, which may damage employer brand. The last reason employers should consider how to improve candidate experience is because job seekers may become, or are currently, potential customers. If they have a negative interview experience or job application process, people may decide they don’t want to be customers of a business, either. A bad interview experience or recruiting process could translate to bad business later. MP’s HR and recruiting experts share tips to dramatically improve the candidate experience right now.

6 Key Tips to Improve Candidate Experience

1. Share clear expectations.

The worst part of the job search process is often the lack of information. Employers will vastly improve the candidate experience simply by communicating with candidates about the process, timelines, and updates. At the outset of the hiring process, employers should share the basic steps. They should explain a rough timeline of the process if possible. As candidates move through the stages, employers should remind them of what will occur next, giving basic timelines if possible. Candidates will feel less anxious when they better understand the hiring process and how long it will take.

2. Keep candidates informed.

Employers will significantly improve the candidate experience if they keep in touch with them through the process. This task may seem challenging, but employers will find it easier to use a tool, such as MP’s Attract & Hire, to use templates and automated updates to candidates. Even if employers only share an update that there isn’t any update, this will still improve the candidate experience.

3. Don’t instantly reject candidates.

Using technology and “knockout questions” may help employers cut down on resumes for unqualified candidates. However, it’s vital to time rejections so they’re not instantaneous. Candidates want to feel as though they were fairly evaluated. Ensuring that rejections are a little delayed will help provide that impression.

4. Officially reject candidates who aren’t hired.

The hiring process can be time-consuming and cost hours of employee labor. As a result, it’s tempting for organizations to cut as many corners as possible to streamline this process. However, employers should always take the time to send a pleasant, simple rejection notice to candidates who aren’t hired for a position. (Note that MP’s Attract & Hire can automate or assist with this task.) This is especially true for candidates who have made it to the interview stage. Employers will also benefit from this process. They will create a positive impression on their second-choice candidates. Often, these second-choice candidates may still be excellent future additions to the team, either in the roles they applied for or other positions.

5. Offer candidates helpful feedback and guidance.

Employers will create a superior candidate experience if they offer candidates useful feedback and advice throughout the hiring process. As a result, candidates will have trust and loyalty towards the employer. They may come back to apply in the future or share positive reviews online and via word of mouth. Feedback could include:

• Interview tips, such as researching the company (perhaps even where to research the company), questions to prepare for, or sharing what information will be important to the interview panel.
• Offering helpful feedback, such as concrete steps a candidate can take to improve their next interview.
• Sharing feedback to help candidates improve future job searches with other employers, especially if they aren’t selected for this role.

6. Move assessments or eliminate them.

Often, assessments are arduous additions to a hiring process. Candidates dislike taking the time to complete them because they usually aren’t paid and aren’t guaranteed to land the job. Employers should thoroughly consider whether an assessment is necessary for the hiring process. If not, they should cut it. If an assessment is required, employers should require these tests only after a candidate has reached a certain level and is close to being hired. Requiring an assessment too early may make a candidate abandon their application completely. Candidates will find an assessment more acceptable when they feel closer to being hired and have a deeper understanding of whether the role is right for them. This strategy will also benefit employers directly because it helps them attract more talent to their hiring process. Job seekers will be more likely to engage in a hiring process that isn’t difficult initially. The more job seekers an employer has to choose from, the more likely they will find the top talent they need.

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